1 Oktober 2024
Beeing a leader or a coworker is a constant cooperation / balancing act with others
In my experience one of the more important areas to address is the balance between feeling and logic,
in my vocabulary Heart and Mind
Heart and Mind Management provides Assessment, Coaching, Training, Workshops supporting in management and organisation effectiveness
We updated the homepage on 1 Oktober 2024
I have recorded spoken presentations on the following subjects and launched them, and also updated the homepage
A person coming back from a long sick leave
- People having been on a long sick leave need to be focused on, when they come
back and start working again.
- Depending on the reason for the long sick leave, the Welcome Program needs to be
tailored-made to each individual.
- Everybody needs to feel safe, especially those who have been on a long sick leave.
The essential thing is that the person does not fall back into sick leave
When a person is coming back from a long sick leave, it's important to consider the following:
1.Gradual Reintegration
2.Communication
3.Support Systems
4.Regular Check-ins
5.Team Involvement
6.Health and Safety
Exampel of a Welcome Program:
When you talk with A person coming back from a long sick leave use Solution focused conversations it is an approach to communication and problem-solving, that focuses on identifying and implementing solutions rather than dwelling on problems.
A way to communicate that I recommend:
1. Together create a preferred picture of how the coworker wants the future to look like.
2. Strengths and Resources: Discuss together things that the coworker does already
today and works well.
3. Positive Language: What is working well today? Don’t focus on the problems
4. Goal Setting: Setting clear and achievable targets together so that individuals can
work towards positive outcomes
5. Small Steps and Progress: Breaking down larger challenges into smaller, more
manageable steps, celebrating and acknowledging even small progress is
encouraged to build momentum.
6. Collaboration: Between the coached person and the coach
7. Acceptance: Are you understanding and accepting the problem
8. Brief and Time-Limited: The goal is to bring about positive change in a relatively short
period.
Diversity in the working group and Group Development
Different experiences (background), nationalities, gender, socioeconomic statuses, religious and sexual preferences, age and very much more
How do you create Diversity in the working group and Group Development
1. Embrace and Celebrate Diversity
2. Build an Inclusive Environment
3. Facilitate Group Development
4. Encourage Collaborative Learning
5. Monitor and Evaluate Progress
To develop the group
is particularly important in diversified (mixed) teams, since the risk of conflicts then increases Referens Dr. Susan A. Wheelan
Dr. Susan A. Wheelan
Quality Culture
In an organisation it is important that everybody get their basic needs satisfied and this should be done both by the manager and the coworkers
Generally one has three tasks in an organisation
- The Actual job
- Ensuring that what you deliver is with quality ( use adequete improvement and quality
tools )
- Improving the actual job by updating processes ETC.
Is an environment where team members always care for the quality of their work and when needed take corrective actions to ensure that the agreed quality is always reached
Things to bear in mind when establishing a Quality Culture:
1.Establish a system that promotes Quality Culture
2.Lead by example
3.Make sure that customers are in focus by everyone
4.Design quality from the start by e.g. using incremental development
5.Always use Improvement tools
6.Monitor what bad quality costs
7.Try to achieve an organisation where crises are prevented and the prevention is rewarded (you tend to take risky and costly decisions in crises)
8.Full ownership of quality by everyone (everyone has a customer even if not all are in direct contact with the end customer)
9.Use cross functional teams to benefit from all knowledge in your company
10.Everyone is respected and knowledge from different persons is taken into acount when a decision is taken
11.Where openness and vulnerability mean that it is okay for everyone to not know everything, and this fact can be admitted and accepted.
Create and promote a positive climate where everyone feels safe, listened to, trusted and seen
– and positive feedback is used a lot
A happy and positive person feeling safe does a better job
Save the negative feedback to the improvement situation when you can look upon it as improvement possibilities
- Bring positive criticism in a group
- Negative criticism face-to-face
Empower Employees
How do you work with Empowerment of Employees
1.Provide Autonomy
2.Foster a Supportive Culture
3.Invest in Professional Development
4.Set Clear Goals and Expectations
5.Recognise and Reward Contributions
6.Encourage Collaboration and Teamwork
7.Empower Through Technology
1.Provide Autonomy
2.Foster a Supportive Culture
3.Invest in Professional Development
4.Set Clear Goals and Expectations
5.Recognise and Reward Contributions
6.Encourage Collaboration and Teamwork
7.Empower Through Technology
Planned are 4 workshops during November 2024
No cost for participating
No limit in numbers attending the meetings
Environment
11/11 2024 kl 10.00-10.30
11/11 2024 kl 18.00-18.30
Social Responsibility
18/11 2022 kl 10.00-10.30
18/11 2022 kl 18.00-18.30
